{"id":7992,"date":"2023-10-20T14:17:31","date_gmt":"2023-10-20T12:17:31","guid":{"rendered":"https:\/\/www.avocat-desrumaux.fr\/practical-information-individual-redundancies\/"},"modified":"2025-04-17T15:51:13","modified_gmt":"2025-04-17T13:51:13","slug":"practical-information-individual-redundancies","status":"publish","type":"post","link":"https:\/\/www.avocat-desrumaux.fr\/en\/practical-information-individual-redundancies\/","title":{"rendered":"Practical information: individual redundancies"},"content":{"rendered":"\t\t
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If your company is experiencing economic difficulties and you wish to let one of your employees go, we’ll show you how to proceed.<\/p>\n

Please note:<\/strong> for a redundancy to be justified, your company will have to justify the economic difficulties listed in the French Labor Code. Not all economic difficulties are grounds for dismissal for economic reasons. <\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Step1<\/sup>: determining the order of redundancies according to legal or contractual criteria.<\/h6>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Please note<\/strong>: this is a mandatory step. If it is not complied with, you may be fined and ordered to pay damages to the dismissed employee. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Stage 2: the duty to adapt and reclassify <\/h6>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Prior to any redundancies, the employer must implement all measures to avoid layoffs.<\/p>\n

We therefore need to adapt employees to their jobs as much as possible, to enable them to be redeployed to other positions.<\/p>\n

Initially, the employee should be offered positions in the same category. If no such position is available, the search should be extended to other jobs, including those that the employee could do after training to adapt to the job. This training must be of short duration. <\/p>\n

This obligation applies to all companies, regardless of their size, and to all redundancies, regardless of the number of employees made redundant.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Step 3: Consultation of the CSE, mandatory only if the dismissal is due to a reorganization of the company or concerns an employee representative.<\/h6>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Step 4: Invitation to a preliminary interview<\/h6>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The letter convening the employee to a preliminary interview must be sent to the employee by registered letter with acknowledgement of receipt, or by hand-delivered letter with acknowledgement of receipt. It must contain the obligatory information required for this type of letter. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Step 5: The preliminary interview<\/h6>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The preliminary interview may not take place less than 5 working days after presentation of the letter convening the preliminary interview.<\/p>\n

During this interview, the employee should be informed of the reasons for the decision, and given the documents relating to the contrat de s\u00e9curisation professionnel. The employee should also be reminded of the possibility of contacting services, in particular the public employment service, which can help him or her make a decision in full knowledge of his or her rights. <\/p>\n

Reminder: the employee has 21 calendar days in which to accept or reject the contrat de s\u00e9curisation professionnel.<\/p>\n

This cooling-off period begins the day after the employer hands over the CSP information document.<\/p>\n

This period must be respected in its entirety, even if the employee accepts or refuses the proposal during this period.<\/p>\n

The dismissal cannot take effect before the end of this cooling-off period.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Step 6: Notification of redundancy for economic reasons <\/h6>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The letter of notification of redundancy for economic reasons may be sent to the employee before the end of the cooling-off period.<\/p>\n

It should then remind the employee of the date on which the cooling-off period expires, and explain that if he refuses, this letter will serve notice of his dismissal.<\/p>\n

Please note<\/strong>: the letter of dismissal can only be sent to the employee after a period of 7 working days for non-managerial staff and 15 working days for managerial staff following the date of the preliminary interview.<\/p>\n

This letter must include, among other compulsory details, a statement that the employee has priority of re-employment for a period of one year from the date of termination of the employment contract, and the conditions for implementing this priority.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Step 7: Notification of dismissal to the authorities<\/h6>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The DREETS must be informed of the redundancy within 8 days of the redundancy letter being sent to the employee. This information must be sent by registered letter with acknowledgement of receipt. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Step 8: Notice of termination <\/h6>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The employee may be exempted from the notice period, which may also be waived if he or she has accepted a contrat de s\u00e9curisation professionnelle.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2193<\/h1>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Final stage: termination of the employment contract <\/h6>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The employee receives compensation for the termination of his or her employment contract.<\/p>\n

You’ll also need to hand over your end-of-contract documents.<\/p>\n<\/p>\n

The redundancy procedure is a delicate one to implement, involving a number of important formalities that can call into question the validity of the procedure.<\/p>\n

DESRUMAUX AVOCATS<\/strong> is at your disposal to help you set up such a procedure.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

If your company is experiencing economic difficulties and you wish to let one of your employees go, we’ll show you how to proceed. Please note: for a redundancy to be justified, your company will have to justify the economic difficulties listed in the French Labor Code. Not all economic difficulties are grounds for dismissal for … <\/p>\n

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